The Management Training Class II, became interesting because Professor Julia, when talking about the classics of the Administration, interconnected the group in a paradigmatic and complex language since her speech was rich in analogies that proved the validity of the current ones. 14 Principles of Henry Fayol, applied to management.
In his lectures he reflected on individualism and said that it constitutes a disease of all the epochs of humanity, and is the cause of the utilitarian and individualistic philosophy of the human being and the failure of organizations.
Within the Principles of Fayol Henry (1983) is the "subordination of individual interest to the collective", this principle reminds us that in a company the interest of an individual, or a group of individuals, should not prevail against the interest of the company; that the interest of the family must be in the first place before that of one of its members and that the interest of the State must precede that of a citizen or a group of citizens. Fayol points out that human weaknesses (which are always present in the human being) can become dysfunctional to all organizations, and is even more dangerous ignorance, ambition, selfishness, laziness and weaknesses that tend to lose seen the general interest in benefit of the particular interest.
Then let's look at this analogy in the Bible in the new testament where Luke reveals the temptation that Jesus went through to be strengthened in his ministry, in the account contained in Luke 4: 6, where Satan offers all the kingdoms of the earth and his riches, if Jesus pays him adoration, after this offering Jesus answered: "Only the Lord your God will you worship, and you will only serve him". Here the Messiah demonstrates that his mission on earth was clear and that however attractive the offer of Satan, it was more meaningful to save humanity for him than to accept Satan's proposal.
In a conversation between Master Sun and Jia Lin, contained in the book "The Art of War", one of the important criteria to be taken into account in the conquests of the lands was: "If the commanders are human and fair, they share so much the gains as well as the difficulties of the soldiers, the troops will be loyal and will naturally identify with the interests of the commanders "(p. 62), here it adds an important element in the beginning and is a condition of the leaders in terms of sensitivity for the needs of the troops, highlighting that humanity and the justice of the leaders incites the troops to follow the interest of the commanders in the conquest of lands.
Barnard Chester. (1938), an important classic of management, points out in his book "The Funtions of Executive" that doing something that is obviously required for the well-being of the organization, but that is opposed to deep-seated personal codes ... destroys personal probability, but not doing it destroys the cohesion of the organization.
Ohmae Kenichi. (1994), in his successful book "The Mind of the Strategist", points out that the success of Japanese companies is a matter of attitude, stating: "... No matter how hard the crew tries; if the helmsman can not choose the precise direction to take advantage of the wind, the crew will have no chance or hope to win. On the contrary, if the helmsman is an expert in navigation, but the crew does not perform their tasks in a coordinated manner, neither can they be expected to win the race ... "(page 91). Giving an understanding that if in an organization there is no good coordination between its mission and the individual objectives of the workers, it is very difficult to achieve success.
In our contemporary era, many of the companies that are currently successful prioritize the general interest over individual interest, establishing firm policies and generating a culture of participation of all staff members in the establishment and obtaining of group and organizational objectives.
A recent example is in the magazine FORTUNE (2018), where the most admired companies in the world were chosen. In order to appear on the list of the most admired companies in the world, several factors must be taken into account; among them social responsibility, the use of corporate assets, financial strength, innovation, and above all the achievement of organizational objectives.
There were almost 4 thousand executives, directors and analysts who chose during the year 2018, ten of the most admired companies, of which the highest score was Apple, followed by Amazon, Google, Alphabet, Berkshire and Starbucks.
They began with a universe of approximately 1,500 candidates: the largest one thousand companies in the United States classified by income, together with non-US companies in the Fortune Global 500 database, which have incomes of 10 billion dollars or more.
For Fortune, the admiration for a company begins in the relationship that there is for a company or brand and the client. According to the researchers, there are methodical and strategic commitments of an organization to develop three fundamental pillars of an admired entity or brand, these are:
•Trust is achieved when a brand helps its supporters feel empowered, in control, safe or relieved from a particular pain point.
•Love begins when a brand stimulates warmth, gratitude, nostalgia and empathy.
•Respect is obtained when the beliefs, principles, hopes and vision of a brand are aligned harmoniously with the people it serves.
Citing as an example to Apple, its leader Steve Job in the book "The Apple Leader", written by Elliot the vice president of the firm, affirms that Job established the fundamental pillars where the individual interests are aligned according to the achievement of the objectives of the signature Job, I gear a long-term vision that made everyone in the organization feel that they are surrounded by talented people and understand that collective work is greater than the contribution of any particular member. The vision that guides the firm is based on the innovative phrase "technology must interact with people
It is exquisite, to make this kind of analogy of Fayol's principles with old texts and with the experiences of today's companies and to verify that they remain immutable. There may be variants or extensions regarding the principle, but its essence is always the same.
I hope this article is very useful for aspects of training in the area of Management.
Bibliographic references.
Barnard C. (1938) "The Funtions of the Executive". Harvard University Press. Cambridge
Fayol H. (1983) "Industrial and General Administration", Editorial Herreros Hermanos. Mexico
Ohmae K (1994). "The Mind of the Strategist", Editorial MacGraw-Hill. Colombia
Sun Tzu (1990) "The Art of War". Editorial Panapo. Venezuela
Reina -Valera (1995). Holy Bible. Colombia. United Bible Societies
Electronics references
http://kubil.org/empresas-mas-valiosas-del-mundo-en-el-2018/
https://www.apple.com/la/business/get-started/
https://books.google.co.ve/books?id=uo9RiAphceoC&printsec=frontcover#v=onepage&q&f=false
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